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What are the most effective mentoring models for women in leadership roles?

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Mentoring is a powerful way to support women in leadership roles, but not all mentoring models are equally effective. Different models have different goals, benefits, and challenges, and it is important to choose the one that best suits your needs and context. In this article, you will learn about four common mentoring models for women in leadership roles: traditional, peer, reverse, and group. You will also discover how to make the most of each model and avoid potential pitfalls.

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1 Traditional mentoring

Traditional mentoring is the most familiar and widely used model, where a senior leader mentors a junior or aspiring leader, usually in the same organization or field. The mentor provides guidance, feedback, sponsorship, and role modeling to the mentee, who benefits from the mentor's experience, knowledge, and network. Traditional mentoring can help women in leadership roles overcome barriers, gain confidence, and advance their careers. However, it can also be challenging to find a suitable and available mentor, especially if there are few women in senior positions. To succeed in traditional mentoring, you need to be proactive, clear, and respectful in your communication with your mentor, and seek feedback and opportunities to learn from them.

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2 Peer mentoring

Peer mentoring is a model where two or more leaders at the same or similar level mentor each other, usually in a cross-functional or cross-organizational setting. The peers share their challenges, insights, and solutions, and offer mutual support, accountability, and encouragement. Peer mentoring can help women in leadership roles expand their perspectives, develop new skills, and build diverse relationships. However, it can also be difficult to establish trust, confidentiality, and commitment among peers, especially if there are competing interests or agendas. To succeed in peer mentoring, you need to be open, honest, and respectful in your interactions with your peers, and value their feedback and contributions.

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Maria Rosa Torres Sejin

Transformation & Change Leader | Non Executive Board Member | Portfolio, Programs & Project Management | Award-Winning PMP | Latin American Advocate
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Peer mentoring is indeed a valuable model for professional development and mutual support. Top tips: - Mutual Learning: Remember that peer mentoring is a two-way street. Both mentors and mentees can learn from each other's experiences and expertise. -Support System: Use your peer mentoring group as a support system beyond professional development. Celebrate each other's successes and provide emotional support during challenging times. - Mentorship Rotations: Consider rotating mentorship roles within the group. This allows everyone to benefit from each other's unique strengths.

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3 Reverse mentoring

Reverse mentoring is a model where a junior or emerging leader mentors a senior or established leader, usually on a specific topic or skill. The mentee learns from the mentor's fresh ideas, expertise, and experiences, while the mentor gains exposure, recognition, and mentoring skills. Reverse mentoring can help women in leadership roles stay updated, innovative, and adaptable, and bridge generational or cultural gaps. However, it can also be challenging to overcome power dynamics, stereotypes, and expectations between the mentor and the mentee. To succeed in reverse mentoring, you need to be humble, curious, and willing to learn from your mentor, and share your knowledge and insights with confidence and respect.

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Maria Rosa Torres Sejin

Transformation & Change Leader | Non Executive Board Member | Portfolio, Programs & Project Management | Award-Winning PMP | Latin American Advocate
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Reverse mentoring is a valuable model that can foster a culture of continuous learning and development across generations and levels of leadership. Top ?? tips: - Active Role Reversal: As the senior leader, actively embrace the role reversal. This means being receptive to learning from your junior mentor and valuing their input. - Generational Insights: Be curious about the generational or cultural perspectives your mentor brings. Seek to understand their worldview and how it can benefit your leadership style and decisions. - Stereotype Awareness: Be aware of any potential stereotypes or preconceived notions. Challenge these biases and focus on the individual's skills, knowledge, and potential.

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Tammy Perkins

Chief People Officer | CHRO | Global HR Executive | Advisor
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Leverage reverse mentoring for a shared learning opportunity. It’s not only senior professionals who have important insights to share. Young professionals, including Gen Z, possess valuable perspective as well as technological, collaborative and innovative skills. Reverse mentoring enables them to impart these skills to senior colleagues and develop their own mentoring skills. This approach can refresh the skill sets of senior professionals and add a valuable dimension to the development of leadership pipeline.

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4 Group mentoring

Group mentoring is a model where a group of leaders with similar goals or interests are mentored by one or more mentors, usually in a structured or facilitated format. The group members learn from the mentors and each other, and create a sense of community and belonging. Group mentoring can help women in leadership roles access diverse mentors, gain multiple perspectives, and enhance their social capital. However, it can also be challenging to balance individual and group needs, ensure active participation and engagement, and maintain trust and confidentiality within the group. To succeed in group mentoring, you need to be collaborative, respectful, and supportive of your group members, and contribute your ideas and experiences to the group.

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Shalaka K.

Head of Product Management | EX- Amazon, GE, Fortive and Honeywell | 17% YOY revenue growth and 200M+ users
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Finding right mentors takes some time and effort. I find both- traditional one-one -one mentoring and group mentoring -very valuable in taking guidance in making the right decisions, based on the specific questions to address or the ideas to run through.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Shalaka K.

Head of Product Management | EX- Amazon, GE, Fortive and Honeywell | 17% YOY revenue growth and 200M+ users
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In addition, some organizations also have Leadership development programs that may also sponsor formal structured development of women leaders. Kudos to sponsors who have supported bringing up of women leaders in the organization!

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What are the most effective mentoring models for women in leadership roles?

1

2

3

4

5

1 Traditional mentoring

2 Peer mentoring

3 Reverse mentoring

4 Group mentoring

5 Here’s what else to consider

Management

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What are the most effective mentoring models for women in leadership roles?

1

2

3

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5

1 Traditional mentoring

2 Peer mentoring

3 Reverse mentoring

4 Group mentoring

5 Here’s what else to consider

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